How strong right to work processes safeguard your business

Since last year’s change in legislation, the stakes for missing a right to work check have increased sharply.

Employers who fail to get it right now face fines of up to £45,000 per illegal worker for a first offence, rising to £60,000 for repeat breaches.

Three ways to confirm the right to work

Employers can choose between:

• Physically reviewing original documents and keeping copies.
• Using the Government’s right to work service for digital immigration status holders.
• Using accredited providers to verify British or Irish passports.

Whichever method you use, it is vital to date and securely store the evidence and keep it for two years after employment ends.

Where businesses often go wrong

Common compliance failures include accepting expired documents, overlooking mismatched personal details, or forgetting follow-up checks for visa renewals.

These mistakes often happen when checks are rushed or systems are not embedded into recruitment from the start.

The real risks of non-compliance

Financial penalties are painful enough, but employers also risk operational disruption, damaged reputations, greater scrutiny from the Home Office, and recruitment challenges down the line.

Industries with high turnover or seasonal staff, like hospitality, construction, and tourism, are particularly exposed.

Strengthening your right to work checks

Simple steps make a big difference:

• Build right to work checks into recruitment processes from the outset
• Keep consistent, dated records for every employee
• Regularly review your existing workforce files
• Train HR and managers so everyone understands their role

By tightening up your processes, you protect your business, your reputation, and your future.

We work with businesses to strengthen compliance through audits, process design, and training.

Speak to us today for further assistance with your right to work compliance obligations.